I realized we had a problem when I looked at the numbers.
Our team averaged 29 years old. These weren’t entry-level drafters looking for their first paycheck. They were professionals with solid experience who wanted to keep learning, growing, and building something meaningful.
The culture at DuckWorks demands something different. People here expect to be treated as professionals, not interchangeable parts. That’s when I understood we needed to stop filling seats and start building careers.
The Cost of Getting It Wrong
Here’s what most companies miss: replacing a technical position costs between 100–150% of the role’s annual salary. Even worse, 38% of team members quit within their first year, and 40% of those leave within the first 90 days. The main reason? A lack of career development opportunities. In fact, 18.3% of contractors who recently left a job did so because they saw no clear path forward.
When you work in a specialized niche like millwork, you simply can’t afford that level of turnover. It takes one to two years for a new hire to reach the productivity of an experienced team member.
We knew we needed a different approach.
What a Career Path Actually Looks Like
From day one, we focus on structured training. Millwork is a specialized field, so we teach industry standards, introduce the tools we use, and explain our internal workflows.
But this is where we differ from most companies, HR conducts regular check-ins during the first three months. We’re not just monitoring performance; we’re providing support and identifying potential issues early. Research supports this approach: effective onboarding can increase retention by up to 82%.
At the end of this period, we hold the first performance review with the team leader. Together, we set new technical, personal, and professional goals. More importantly, we listen. We ask what they want to strengthen and what they want to learn next.
This review process continues once or twice a year. The goal is simple: to understand which career path each person wants to pursue within the company.
Three Paths Forward
Most companies offer drafters only one trajectory: drafter today, slightly better drafter tomorrow.
At DuckWorks, we designed three distinct paths: drafting, design, and leadership.
Staying in drafting means focusing on producing accurate technical drawings based on established standards. It requires attention to detail, proficiency in drafting software, and consistency in applying internal workflows.
Moving into design requires a deeper understanding of engineering principles. Designers create custom solutions, solve complex technical challenges, and collaborate more closely with clients and project managers to ensure functionality.
The mindset shift is significant. You move from executing instructions to innovating and problem-solving. You think beyond the drawing, anticipating issues, optimizing materials, and ensuring structural integrity.
The leadership path focuses on managing people, leading projects, and interfacing clients. These are individuals who take initiative, stay customer-focused, and embody our core values of being proactive and always growing.
Measuring Progress
From an HR perspective, we track both numbers and behaviors.
Improved QC scores indicate more accurate, detailed work with fewer errors.
Soft skills development shows up through stronger communication, collaboration, and problem-solving.
Time management improves as team members handle complex tasks more efficiently without sacrificing precision.
Deeper knowledge of millwork standards becomes evident when they apply best practices proactively rather than simply following instructions.
The clearest signal of growth? They start suggesting solutions and design improvements instead of waiting for direction.
Why This Matters
94% of professionals say they would stay longer at a company if it invested in their career growth.We don’t do this because it sounds good. We do it because the alternative is expensive and unsustainable.
Our team doesn’t just want a job. They want growth, clarity, and a sense of purpose. When you create clear career paths and provide the right support, you build something far more valuable than a filled position.
You build expertise.
You build loyalty.
You build a team ready to face whatever the industry brings.
The question isn’t whether you can afford to invest in career development.
The question is whether you can afford not to.
Mariana Soto
People Manager